Overtime Exemptions Compliance Program (eLearning Module)
An interactive eLearning guide to help employers, managers, and HR comply with the U.S. Department of Labor's final revised overtime rules, which took effect January 1st, 2020.
Under the Fair Labor Standards Act (FLSA) and existing overtime regulations, employers are allowed to classify certain employees as “exempt” from overtime pay if they are paid on a salary basis, make a certain salary amount, and perform certain white-collar job duties. Misclassifying employees as “exempt” from overtime when their salary or job duties do not qualify can result in payment of back wages, lost overtime pay, and penalties. In September 2019, the U.S. Department of Labor’s Wage & Hour Division published its final revised overtime exemptions rule, which raises the salary threshold for overtime exemptions from $455 per week ($23,660 per year) to $684 per week ($35,568 per year). The new regulations also raise the minimum annual salary threshold for the highly-compensated employee (HCE) exemption from $100,000 to $107,432 per year. The revised final rule took effect January 1st, 2020.
Any new updates will be automatically published to your digital resources for immediate reference.
Features & Benefits Include:
- An interactive Overtime Exemptions Compliance Program eLearning module explaining the complex provisions of the DOL’s revised final overtime exemption rules that took effect January 1st, 2020.
- A digital Federal Overtime Rules Exemption Checklist to help you determine if an employee should be classified as exempt or non-exempt from overtime under the final rule.
- A digital Job Duties Analysis Form to help determine an employee’s actual job duties relevant to exempt status determinations.
- A digital Salary Deduction Policy to provide a safe harbor against accidental unlawful salary deductions.
- A digital Payroll / Employment Status Change Notice to use when an employee’s overtime exemption status changes.
Training will help business owners, managers, and HR:
- Understand the requirements of the DOL’s revised final overtime rule
- Determine if employees need to be re-classified
- Recognizing potential misclassification of employees as “exempt” versus “non-exempt” from overtime
- Analyze job duties and salary levels to determine how to properly classify new hires
- How to document compliance efforts to defend against potential lawsuits
If you are not completely satisfied, you can return it within seven (7) days of receipt for a full refund.